Most leaders can recall a situation they hoped would resolve itself with time. A recurring behaviour, a pattern that unsettles the team, or a colleague whose approach is impacting others. These issues rarely disappear on their own, and the longer they continue, the heavier the unspoken conversation becomes.
This hesitation is common, particularly for middle leaders who may be managing colleagues they know well or who have more years of experience. Difficult conversations sit at the intersection of relationships, expectations and confidence, which is why they can feel so uncomfortable.
It is helpful to remember that the challenge is often not the person themselves, but the dynamic between their behaviour and the leader’s responsibility to address it. This can make the conversation feel personal even when the intention is professional.
Middle leaders frequently tell us they delay these conversations because they do not want to damage relationships, they worry about getting it wrong, or they feel unsure of the support they will receive from senior teams. Many simply do not feel they have been trained to handle these situations. Yet avoiding the conversation brings its own difficulties. Tension can increase, standards drift, and additional pressure often falls back onto the leader and the rest of the team.
A helpful starting point is to focus on the specific behaviour that needs to change. Identifying why it matters and what improvement would look like provides clarity before the conversation even begins. This clarity often makes the discussion more grounded and reduces the tendency to focus on personalities rather than actions.
However, knowing what to say is only part of the skill. The greater challenge lies in saying it with confidence and calm, particularly when the situation feels delicate. Communication and difficult conversations are consistently areas where middle leaders tell us they need more structured support, which is why this topic has been included as a core element of the Lead with Impact programme launching early 2026. It is a practical, confidence-building approach for leaders who want to do more than understand leadership, they want to feel able to live it day to day.
So if you have been avoiding a difficult conversation, Lead with Impact will help you approach it with more clarity, confidence and support. Find out more and sign up here:
Link:
https://themanagerstrainingcompany.co.uk/lead-with-impact/
Categories: Sector News
